I think you're looking at this from a very pilot-centric view. DEI is supposed to include inflight, ramp, admin, etc, and a DEI campaign is a great way to ensure you get more candidates, which results in being able to select better talent.

Also, pilots are still very overwhelmingly white dudes. Maybe 10 years ago diversity might've helped you get a call a bit sooner, but today, it doesn't matter. What does matter is that it's a lot easier for someone from a middle-class or higher family to become a pilot and, in that regard, demographics do play a role. If United wants to subsidize Aviate scholarships based on diversity (people who statistically have far fewer financial advantages starting out in life), then that's their prerogative and I'm happy they're giving them the opportunity. The people they select still have a long, hard road from zero to legacy new hire, just with fewer financial show-stoppers. It doesn't bother me in the slightest, the same way I don't judge someone who's family paid their way through Riddle. There are plenty of 'gates' to weed out people, and an in-house program like Aviate is probably a better way to ensure someone meets standards than piece-mealed Part 61 schools, so I'm not too concerned about safety.

What does concern me in regard to safety is that a year ago legacies were hiring mostly regional check airmen and now they're hiring regional FOs who aren't eligible for upgrade, so what's going to happen in a year or so when they're hiring CFIs? Regional training programs are built around training 1500 hr CFIs, but legacy programs expect everyone to have substantial jet experience already, so I see some issues with adjusting training programs at that point, especially if someone is going from 1500-hr CFI to 777 bunkie for 2 years.